HERZBERG’S TWO FACTOR

THEORY
WHAT IS THE TWO-FACTOR THEORY?
 In 1959, Frederick Herzberg constructed a
two-dimensional paradigm of factors that
affects people's attitudes about work.
 He concluded that factors such as company
policy, supervision, interpersonal relations,
working conditions, and salary are actually
hygiene factors rather than motivators.
TWO FACTOR THEORY – CONT.
 Herzberg believes that job satisfaction and
dissatisfaction are independent. The absence of
hygiene factors leads to job dissatisfaction.
 The presence of only hygiene factors are not
enough on their own to motivate the employees.
 The hygiene factors symbolized the
physiological needs which the individuals wanted
and expected to be fulfilled.
 The motivator factors are quintessential to
provide job satisfaction and make the employee
feel valued.
ORIGIN OF HERZBERG’S TWO-
FACTOR THEORY

 Maslow’s hierarchy of needs was proposed by

Abraham Maslow in his 1943 paper “A Theory of
Human Motivation” .
 Maslow’s hierarchy of needs is portrayed in the shape
of pyramid with the largest, most fundamental needs
at the bottom and the needs for self-actualization and
self transcendence at the top.
 The two factor theory improvises on this. The hygiene
factor compares to the basic needs that are mentioned
in Maslow’s hierarchy of theory.
 The motivators are compared to the needs of
self actualization and self-transcendence.
EXPLANATION OF THE TWO-
FACTOR THEORY
 Hygiene factors are those job factors which are
essential to avoid dissatisfaction at workplace. But
if these factors are absent at workplace, then they
lead to dissatisfaction.

 In other words, hygiene factors are those factors

which when adequate in a job, pacify the
employees and do not make them dissatisfied.

 These factors are extrinsic to work. Hygiene factors

are also called as dissatisfiers or ‘maintenance
factors’, as they are required to avoid
dissatisfaction.
LIMITATIONS OF TWO-FACTOR THEORY
The two factor theory is not free from limitations: The two-factor theory
overlooks situational variables.
 Herzberg assumed a correlation between satisfaction and productivity. But
the research conducted by Herzberg stressed upon satisfaction and
ignored productivity.
 The theory’s reliability is uncertain. Analysis has to be made by the raters.
The raters may spoil the findings by analyzing same response in different
manner.
 No comprehensive measure of satisfaction was used. An employee
may find his job acceptable despite the fact that he may hate/object part of
his job.
 The two factor theory is not free from bias as it is based on the natural
reaction of employees when they are enquired the sources of satisfaction
and dissatisfaction at work. They will blame dissatisfaction on the external
factors such as salary structure, company policies and peer relationship.
 The theory ignores blue-collar workers.

Despite these limitations, Herzberg’s Two-Factor theory is acceptable broadly.

IMPLEMENTATION OF TWO-FACTOR
THEORY

 The Two-Factor theory implies that the

managers must stress upon guaranteeing the
adequacy of the hygiene factors to avoid
employee dissatisfaction.
 Also, the managers must make sure that the
work is stimulating and rewarding so that the
employees are motivated to work and perform
harder and better.
 This theory emphasize upon job-enrichment so as
to motivate the employees. The job must utilize
the employee’s skills and competencies to the
maximum. Focusing on the motivational factors
can improve work-quality.